It’s no surprise that the hiring landscape shifted dramatically in 2021 after a turbulent 2020. Despite the fact that technology companies were better prepared than most to enter the world of remote work, the “Great Resignation” hit them hard.
In fact, the technology industry saw the highest increase in resignations this year of any industry. With such a high demand for skilled candidates, businesses without effective recruiting strategies struggled to build and retain quality engineering teams.
Here are four suggestions that tech leaders should be aware of in order to keep up with the competition when it comes to acquiring top talents.
Location-based hiring restrictions began to make less sense in many organizations that went fully remote this year. It doesn’t matter where you are if we only meet on Zoom. As a result, we expect to see a significant increase in hiring outside of traditional U.S. tech hubs in 2022.
There is a wealth of highly skilled employees available all over the world, even in synchronous time zones if necessary. Recruiters will begin to take advantage of this fact this year. By removing international borders from their search for talent, they will find great candidates in places they had not previously considered.
We saw more openings for recruiters on LinkedIn in June 2021 than for software developers. It’s no surprise that recruiters are difficult to find right now, given reports of organizations mass-firing their recruiting teams in 2020.
In a downturn, it’s difficult to pitch a position that’s first on the chopping block, especially when performance is typically measured by the number of positions filled rather than the quality of employees brought on board.
In the future, tech companies may need to take a step back and reconsider how they intend to retain and strengthen their recruiting staff. Organizations will be much better positioned to attract and retain quality recruiters if they consciously choose to make recruiting a consistent and predictable role, building dedicated systems and workflows around a core team.
With such rapid changes on both sides of the talent market in 2022, companies must play a more active role in educating future recruiters. The rate of change in technology is rapidly outpacing that of our current educational system, and most tech companies require recruiters and engineers to learn critical skills on the job.
Companies have countered this issue in engineering by sponsoring boot camps and university programs – but haven’t put nearly as much effort into educating new recruiters.
With businesses recognizing the value of high-level practical knowledge in their talent teams, boot camps, courses, certifications, and even specialized college majors for technical recruiting may emerge in the coming year.
The scarcity of technical talent is not going away anytime soon. With the market so heavily skewed toward candidates, it appears likely that hiring practices will prioritize the candidate experience even more.
When candidates have a variety of options for where to interview, they will quickly reject companies that do not value their time and effort. Organizations are already looking for tools and strategies to improve the interview process and free up recruiters’ time to focus on developing personal connections with candidates.
Going into the new year, the world of tech recruiting is still in a state of flux — these four possibilities are only a small sample of what could happen. What is clear is that companies that continue to ignore the realities of the new hiring landscape in 2022 will quickly find themselves unable to compete for talent with those who have embraced change.